Employee Attendance Policy

Purpose: 

This policy provides requirements regarding expectations for attendance at work. All employees are responsible for good attendance and punctuality. Employees are expected to report to work as scheduled, on time and prepared to begin work. Employees also are expected to remain at work for their entire work schedule. 

Please note: This policy does not apply to absences covered by protected leave. Protected leaves and related procedures are described in separate policies.  

Policy: 

1. Employees must report to work at the scheduled time for each scheduled workday unless illness or other unavoidable circumstances make it impossible to do so.  In which case, employees should follow the procedures set forth below. 
2. If an employee is unable to report for work, either for the day or on-time, the employee must notify their immediate supervisor (or an alternate designated by the supervisor) of such absence or lateness and the reasons for such absence/lateness as soon as possible, but in no case less than thirty (30) minutes before the beginning of the employee's scheduled work day, or as soon as possible if there are extenuating circumstances.
3. Supervisors may make alternate arrangements with their employees for reporting protocols that better meet the needs of their department.
4. Employees are expected to notify their supervisor each day they will be absent from work. Willamette reserves the right to disallow a return to work until released by a physician if there is reason to believe that the employee’s return may pose a health/safety risk to the employee or others.
5. If an employee becomes ill during the workday, the supervisor must be notified before the employee leaves the work site. Failure to follow this procedure will result in the absence being recorded as an unexcused absence.
6. Employees who are absent from work without prior approval or who do not provide a justifiable explanation of their absence may be denied pay for the day(s) involved and may be subject to disciplinary action.
7. Excessive lateness or absenteeism may result in disciplinary action up to and including termination.
8. If an absence extends three days without proper notification (ie. “no-call, no-show”), the employee may be considered voluntarily terminated.

    For information on weather-related absences please see our Inclement Weather Policy.

Effective Date: June 01, 2024
Responsible Person/Primary Contact: AVP for Human Resources
Responsible University Office: Human Resources